Severance Pay by Company
Compare 2026 severance packages at 26 of the largest US employers. Real layoff context, typical formulas, and negotiation insights for tech, finance, consulting, healthcare, and retail.
Severance practices vary widely between industries and even between competitors in the same sector. The data below is compiled from public layoff filings, news coverage, employee reports (Blind, Glassdoor, Levels.fyi), WARN Act notices, and company communications during documented reduction events from 2022–2024.
Each company page includes the typical formula, recent layoff history, known benefits beyond cash (COBRA, accelerated vesting, outplacement), specific negotiation leverage points, and a calculator calibrated to that company's industry and average compensation.
Big Tech
The largest tech employers had the most documented layoff rounds in 2022–2024. Packages tend toward the generous end: base periods of 12–16 weeks plus 1–2 weeks per year of service, often with accelerated equity vesting and extended health benefits.
| Company | Reputation | Typical Formula | |
|---|---|---|---|
| Amazon | Standard | Employee-reported (never company-confirmed): ~1 week per 6 months of service (≈2 wks/yr), reported floor ~4 weeks, cap ~20 weeks, paid after a ~90-day paid notice window; warehouse tiers reported lower | View → |
| Google (Alphabet) | Generous | Company-confirmed only for the Jan 2023 layoff: 16 weeks base + 2 weeks/year of service, >=16 weeks accelerated GSU vesting, 6 months healthcare, 60-day paid notice. The 2025-26 voluntary buyouts have no Google-published figure (the reported ~14 wks + 1 wk/yr is from a leaked memo, not confirmed). | View → |
| Meta (Facebook) | Generous | Company-confirmed (Zuckerberg's Nov 2022 letter): 16 weeks base + 2 weeks/year of service (no cap), 6 months healthcare, RSU vesting to the next vest date, PTO payout. The May 2026 ~8,000-role round is reported to follow the same 16+2 structure (with ~18 months COBRA). That round is mainstream-reported, not company-restated. | View → |
| Microsoft | Generous | No company-published formula. Employee-reported/leaked: up to ~39 weeks base (levels <=64: 1 week per 6 months of service; 65-67: 2 weeks per 6 months), 60-day minimum notice, ~6 months healthcare + 12 months COBRA. A separate April 2026 voluntary programme was reported at ~12 weeks + 2 weeks/year (cap 52). All reported, not confirmed. | View → |
| Intuit | Generous | Reported from Intuit's May 2026 restructuring announcement: US staff stay on payroll through 31 Jul 2026, then 16 weeks base + 2 weeks/year of service, plus extended healthcare and career-transition services. | View → |
| Netflix | Generous | 4-9 months of pay (one of the most generous in tech) | View → |
| Salesforce | Generous | Minimum 5 months pay plus career resources | View → |
| X (Twitter) | Below avg | 3 months base pay (post-acquisition standard) | View → |
| Coinbase | Standard | 14 weeks minimum | View → |
Enterprise Tech
Mid-cap and enterprise software firms went through significant restructuring in 2023–2024. Packages are more variable than big tech but still typically include 8–12 weeks base plus tenure bonuses, with COBRA continuation and equity treatment varying by company.
| Company | Reputation | Typical Formula | |
|---|---|---|---|
| Intel | Generous | Enhanced separation: 3-6 months + extended benefits | View → |
| Cisco | Standard | 8 weeks base + 1 week per year of service | View → |
| Oracle | Below avg | Multi-source confirmed (TechCrunch, TIME, IndexBox): 4 weeks of base pay for the first year of service + 1 week per additional year, capped at 26 weeks total. 1-month COBRA subsidy. Release of claims required. NO RSU acceleration: unvested RSUs forfeit at termination (the most controversial element of the March 2026 cuts; documented $1M individual forfeitures in published reports). | View → |
| Shopify | Generous | 16 weeks minimum + 1 week per year of service | View → |
| Snap Inc. (Snapchat) | Standard | 4-6 months base pay | View → |
Finance & Banking
Wall Street severance practices favour senior bankers (often 6+ months for MD-level) over junior staff, but most large banks now standardise around 1–2 weeks per year of service plus a base notice period. JPMorgan, Goldman Sachs, Citigroup, Bank of America, and Wells Fargo all conducted multiple reduction rounds since 2023.
| Company | Reputation | Typical Formula | |
|---|---|---|---|
| JPMorgan Chase | Standard | 2 weeks base + 2 weeks per year of service, minimum 4 weeks, capped at the lesser of 52 weeks or $400,000 (per the JPMorgan Chase U.S. Severance Pay Plan summary plan description and consistent employee reports; not company-confirmed for every grade) | View → |
| Goldman Sachs | Generous | Discretionary, not formulaic: Goldman has no SEC-filed severance plan (unlike CVS or Citi's CAP plan). NY norm: ~60 days continued 'active employment' at full base + benefits, then ~5 weeks base-pay severance + tenure-based extension. By level (employee-reported via Fortune, eFinancialCareers, SimpleSeverance): Analyst/Associate 4-8 weeks, VP 3-6 months, Director/MD 6-12+ months, Partner discretionary (typically 12+ months with deferred-comp negotiation). Bonuses EXCLUDED by default. | View → |
| Citigroup | Standard | 2 weeks of base pay per full 12 months of service, capped at 52 weeks (1 year). The 10+ year tenure supplement was eliminated in December 2008; even 30-year veterans cap at 52 weeks. | View → |
| Bank of America | Standard | Employee-reported (SimpleSeverance, HelpFromHR, TheLayoff forum, Glassdoor): 2 weeks per year of service, minimum 4 weeks, capped at 52 weeks (1 year). Long-tenured (20+ years) reportedly receive 3 weeks per year capped at 78 weeks. BofA does NOT publish a public SEC-filed severance plan exhibit (unlike CVS). Treat these figures as employee-reported consensus, not company-confirmed. | View → |
| Wells Fargo | Standard | Salary Continuation Pay Plan (employee-reported via fired.fyi + TheLayoff forum): 8 weeks minimum (under 3 years tenure), then 2 weeks per year of service, capped at 52 weeks. Includes a 60-day paid garden-leave period during which the employee is on payroll with active benefits and 401(k) match continues. Lump-sum or installments at employee election. | View → |
| PayPal | Standard | 2 months base + additional weeks per year | View → |
Consulting
Big consulting firms manage layoffs through performance-management cycles and selective reductions. Packages typically include 1 month base plus 1–2 weeks per year of service, with outplacement support and continued benefits.
Healthcare & Pharmacy
Healthcare and pharmacy severance varies dramatically between corporate roles (more generous) and frontline clinical or store staff (minimal). HCA Healthcare's documented layoffs have focused on administrative reductions, while CVS Health and Walgreens have paired corporate cuts with large-scale store-closure programmes; clinical staff often retain leverage from credentialing and continuity-of-care concerns.
| Company | Reputation | Typical Formula | |
|---|---|---|---|
| HCA Healthcare | Below avg | Varies; typically minimal for non-executive staff | View → |
| CVS Health | Standard | Grade-tier plan (per CVS SEC Q3 2023 Ex. 10.1): non-exempt 2 wks base + 2 wks/year, capped at 13 wks; exempt analyst tier 4 wks base + 2 wks/year, capped at 20 wks; senior manager/director tier floor 13 wks, capped at 44 wks | View → |
| Walgreens Boots Alliance | Standard | Employee-reported (TheLayoff forum, Student Doctor Network): 4 weeks for <3 years tenure, then 2 weeks per year of service capped at ~32 weeks. Not publicly confirmed by Walgreens. WARN-mandated 60-day paid notice period is the verified floor for affected groups. | View → |
Retail
Retail severance has historically been minimal, even at the corporate level. Macy's documented restructuring offers a benchmark for store-closure scenarios with 2 weeks per year of service for affected corporate staff.
How to Use This Data
- Find your employer. Click through to the company-specific page for the typical formula, recent layoff context, and known benefits beyond cash.
- Benchmark your offer.Compare what you're being offered against the typical formula. Anything below 80% of the typical figure is a starting point for negotiation, not the final answer.
- Estimate withholding separately. Use the tax calculator for a federal, FICA, and estimated state withholding breakdown, then confirm the state method with payroll.
- Identify leverage. Each company page lists negotiation points specific to that employer (equity acceleration, COBRA extension, non-compete waiver). These are typically the cheapest wins.
- Read the agreement carefully before signing. Use our AI agreement analyzer to spot red flags. The signing-deadline pressure is almost always negotiable.
Frequently Asked Questions
Which company has the best severance package?▼
Among large US employers, Meta has historically offered one of the most generous packages: 16 weeks base plus 2 weeks per year of service, plus 6 months of health insurance and accelerated RSU vesting. Google, Microsoft, and Salesforce have offered comparable packages during major layoff rounds. Wall Street MD-level packages can exceed these in dollar terms but are highly role-dependent.
Are tech severance packages negotiable?▼
Tech severance is typically negotiable, especially for individual cases (vs mass layoffs). The leverage points are: equity treatment (accelerated vesting, RSU cash-out), health benefit duration, non-compete waiver, signing-deadline extensions, and reference-letter terms. Workers who negotiate typically receive 30–50% more than the initial offer, especially when a lawyer reviews the agreement.
How are layoff packages taxed?▼
Severance is generally taxable wages. Federal and FICA withholding depend on the payment and year-to-date wage inputs, while state withholding depends on the applicable state payroll method and any local rules. Bonuses, accrued PTO, and equity payouts may be treated differently depending on how the agreement and payroll classify them.
What should I do if I'm offered a severance package?▼
Signing on the spot is rarely required. Where the federal OWBPA applies (workers 40+, employers with 20 or more employees, and a release that waives age claims), the review period is at least 21 days (45 for group layoffs), plus a 7-day revocation window after signing. Many people use that time to get the offer in writing, save personal records off company devices, compare the offer against an industry benchmark, note their leverage points, and book a 1-hour consultation with an employment attorney.
Does this list include every major employer?▼
We focus on companies with documented layoff events and detailed package data: currently 26 employers spanning big tech, enterprise tech, finance, consulting, healthcare, pharmacy, and retail. We add companies when there's enough public reporting to provide useful per-company information. If your employer isn't listed, our state and industry pages provide the relevant benchmarks.